For most HR departments, the objective is to attract the most suitable employees and equip them with the tools to accomplish their goals.  

Once the company targets and attracts qualified candidates, the next step is to identify those that are best suited for the job. However, the HR department is responsible not only for the recruitment but also for continued employee engagement and development. In fact, it’s common knowledge that every employee dramatically influences the business’s success. 

Therefore, it’s essential to have the right person to achieve the targeted outcomes.  

The hiring of the wrong workforce significantly affects the performance of the organization. Hence, recruitment in every company becomes a strategic exercise.

The organization must develop a comprehensive and skill-driven hiring process aligned with performance goals. In other words, the recruitment process has to ensure that the right pool of talents is hired and should always reflect professionalism to achieve its medium and long-term objectives.

The study on “Recruitment and Retention of Early-Career Technical Talent” summarized that the stakeholders need to be involved in the decision-making for a successful recruitment process. Moreover, optimizing the process to end up with the desired talents who can inspire growth falls mainly on the direction provided by senior management.  

Factors that Facilitate a Successive Recruitment Process

Successive recruitment means that the company attracts and selects suitable candidates’ in-line with its strategic plans.

  • Integration

The company needs to develop a database where the job posting is linked to the job requirements. The integration makes it easier for the recruitment team to attract suitable candidates.

  • Simplification

Every organization should simplify the application process as much as possible. Simplification ensures that potential candidates are not scared away by the complex process.

  • Social Media

The main aim of the organization is to attract the right pool of candidates for the job. To reach out to all potential talents, they have to utilize all available media platforms and channels where they are likely to find the targeted workforce. These include links, websites, Glassdoor, among others.

  • Management

Companies have to maintain the submitted resumes for future tagging if and when a similar position is required. Maintaining these resumes ensures that the recruitment has a more straightforward identification of the suitable candidates from the database.

Onboarding Process 

After the company has been able to recruit suitable candidates for the job, the next important strategy is selecting a robust onboarding process for the selected candidates to adapt and feel part of the organization. Often an onboarding software tool is used to automate much of the process.

  • Preparation of the already-present employees about the new onboarding recruits may include awareness of his/her duties through any efficient communication channel.
  • Adequate preparation of the recruit working station by providing any required supplies or working materials.
  • Ensuring that the new employee can access all essential programs that facilitate his/her induction into the company.
  • Make the recruit known to the relevant people and departments to understand where they can consult in case of any issue.
  • Organize a meeting with the immediate workforce.
  • Offer extensive training to the new employee to ensure maximum productivity. 
  • Follow up. 

Retention Stage

At this stage, the organization has the required workforce to spearhead the success of the company. The most significant task ahead now is how to retain the existing employees within the organization. Retention can be achieved through the implementation of the following strategies:

  • Introduction of work-life balance

The company can incorporate wellness programs that are likely to eliminate boredom and monotony and inspire employees. Such programs include fitness challenges, mindfulness at work, financial wellness programs, among others.

  • Effective and efficient internal organization management

The organization must have an internal management guideline, which describes clear distinctions on who and how to follow up in the operations process. Managers must maintain rapport with employees via continuous communication.

  • Offering career development opportunities

The primary and effective means of retaining the company’s employees is by offering career development opportunities such as training, mentorship, or employee coaching.

  • Upholding efforts / performance recognition

Companies must appreciate the employees’ effort based on any laid-down metric of operations, such as performance and safety. The recognition may include sales-based remunerations, maintenance of safety in a specific duration without any injury, and or incentives for the targets met.


In conclusion, the company’s success is mainly dependent on how the workforce is hired, engaged, and retained within the organization. Companies should seek to capitalize on recruitment-retention strategies to be in line with their goals.